How MOM’s EP Changes in 2025 Will Impact Hiring in Singapore
How MOM’s EP Changes in 2025 Will Impact Hiring in Singapore
In 2025, Singapore’s Ministry of Manpower (MOM) will introduce key updates to the COMPASS framework, affecting how businesses hire foreign professionals on Employment Passes (EP). These changes will alter how qualifications are assessed, how points are awarded under the COMPASS system, and which agencies are involved in the process.
For businesses hiring foreign talent, understanding these updates is essential to ensuring compliance and avoiding potential disruptions in recruitment.
Key Changes to the COMPASS Framework in 2025
The changes primarily affect how educational qualifications are recognized, the way COMPASS points are assigned, and the agencies overseeing EP applications. Here are the most significant updates:
1. Expanded Qualification Assessments
MOM is increasing the number of recognized qualifications from 55 to 93 institutions. This expansion means more degrees will be eligible for COMPASS scoring, but it also introduces stricter verification processes.
What This Means for Employers:
- Companies will have access to a wider talent pool, but they must ensure candidates' degrees are from approved institutions.
- HR teams will need to be more diligent in verifying degree authenticity, as institutions not on the updated list may no longer qualify for points.
2. Changes in COMPASS Scoring for Top-Tier Institutions
Previously, degrees from top-tier institutions automatically contributed positively to an EP application’s COMPASS score. From 2025, MOM will assess these degrees based on the mode of study, introducing deductions for non-traditional learning formats:
- Full-time, on-campus degrees will maintain their current COMPASS score.
- Part-time degrees will receive a 10-point deduction in scoring.
- Distance-learning degrees will also see a 10-point deduction in their evaluation.
What This Means for Employers:
- The mode of study will now directly impact an applicant’s eligibility.
- Companies should carefully review candidates’ educational backgrounds to avoid unexpected point reductions that could impact EP approval.
3. Expanded Sector Agency Approvals
MOM is broadening the range of government agencies involved in evaluating EP applications. Previously, approvals were limited to sector agencies such as the Infocomm Media Development Authority (IMDA), Building and Construction Authority (BCA), Maritime and Port Authority (MPA), and Enterprise Singapore. The updated list now includes additional agencies such as the Accounting and Corporate Regulatory Authority (ACRA) and the Ministry of Health (MOH).
What This Means for Employers:
- Companies operating in regulated sectors should stay updated on new agency-specific EP requirements.
- Compliance teams will need to work closely with HR to ensure EP applications meet the necessary sectoral standards.
4. Updates to the MOM Self-Assessment Tool (SAT)
The MOM Self-Assessment Tool (SAT), used to evaluate an applicant’s eligibility before submission, is receiving a significant upgrade. Previously, it required exact spelling when searching for institutions, making it difficult to find matches. The updated version introduces error-tolerant search functionality, allowing auto-suggestions when searching for institutions.
While this improves usability, it also introduces a new challenge: incorrect institution selection due to auto-suggested results could lead to rejected applications.
What This Means for Employers:
- HR teams should carefully verify institution names instead of relying on SAT’s auto-suggestions.
- A mistake in selecting the correct institution could result in application delays or denials.
How Businesses Can Prepare
With these changes taking effect in 2025, businesses should take proactive steps to ensure a smooth transition:
- Review candidate qualifications early: Check if degrees meet the updated COMPASS scoring criteria before submitting EP applications.
- Adjust hiring policies: Update internal hiring guidelines to reflect MOM’s revised scoring system, particularly for part-time and distance learning degrees.
- Train HR teams on SAT usage: Ensure teams understand how to navigate the new SAT system to minimize errors in institution selection.
- Monitor sector-specific updates: If hiring in a regulated industry, stay informed on how new agency approvals affect EP eligibility.
How Veremark’s Managed Services Can Help
Navigating these changes requires precision, compliance, and a deep understanding of MOM’s evolving requirements. Veremark’s Managed Services for EP applications provide businesses with expert guidance and hands-on support to ensure applications are completed accurately and efficiently.
Through Veremark, companies can:
- Verify candidates' qualifications against MOM’s updated institution list to ensure compliance.
- Receive strategic guidance on how COMPASS scoring impacts hiring decisions.
- Get end-to-end support for EP applications, including appeals for rejected cases.
- Ensure compliance with new agency approvals by streamlining sector-specific EP submissions.
With MOM tightening its EP assessment framework, HR teams cannot afford mistakes that could delay or jeopardize work pass applications. Veremark helps businesses navigate these complexities with confidence, ensuring seamless hiring of global talent.
Stay Ahead of EP Hiring Changes
The upcoming changes to Singapore’s EP application process reinforce the government’s commitment to a more structured and transparent hiring framework for foreign professionals. While these updates provide greater clarity on qualification standards, they also introduce stricter compliance measures that businesses must navigate carefully.
Companies that take the time to understand and adapt to these changes—and leverage expert support where needed—will be better positioned to attract and retain foreign talent while ensuring compliance with MOM’s evolving regulations.
Need help navigating the new EP requirements? Contact Veremark today to learn how our managed services can support your business.
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